The Construction Of Incentive And Constraints Mechanism For The Private Colleges’ Head Teachers

Since the majority of the students who enter the private colleges are those whodo not pass the Entrance Examination, their cultural foundation, self-learning abilityand overall quality, etc., are lower than that of the state college students. But thisspecial group of students who are weak of psychological qualities and independencealso have deep longing for life in the ivory tower of the university.Because of the students’ particularity, the head teachers’ work has a certainpractical problems and difficulties, and they nickname themselves as “nanny” or“nursery teacher”. Many similar colleges pay inadequate attention to the headteachers’ team, and also lack of the scientific and reasonable incentive andconstraints mechanism established for head teacher. The actual condition is that wehave the unclear location of the head teachers, their roles are wide-ranging, theprofessional identity is low, and their work stays on the experience-basedmanagement. For the private colleges, head teachers play several roles. They are notonly the members of the school’s security and student counselors, the classorganizers, implementers, but also class managers and leaders. So to a certain degree,the level of head teachers’ management determines the height of the development ofa school, and the construction of head teachers’ incentive and constraints mechanismhas become the prime issue for the management.The basic theories are introduced in Chapter Two which choose some theoriesof the incentive and constraints mechanism from human resource management toexplain the definition, connotation and significance of the incentive and constraints mechanism, and to analyze the misunderstanding which exists in the incentive andconstraints mechanism of business management from the point of view of humanresource management.Chapter Three describes the current situation of the private colleges headteachers’ incentive and constraints mechanism, and elaborates the problems andcauses of building head teachers’ incentive and constraints mechanism. Like generalbusinesses, there are many common incentive and constraints methods that can beapplicable to private colleges. But as institutions of higher education, they have theirown characteristics.Chapter Four is the article’s key point. This chapter focuses on the various waysof incentive and constraints that the private colleges can use.Strengthening to buildthe team is the most significant and important way to construct the private colleges’incentive and constraints mechanism. The head teachers’ professionalismdevelopment is the need of contemporary society, is the inevitable result ofeducation transformation, and is the major way to improve the effectiveness ofcollege students’ ideological education and guide them to grow up and succeed.Therefore, the article takes X College as an example to introduce the specializationof teacher teams and contents and methods of professionalism construction.To put forward the building of teacher teams, it is necessary to establish andmake good use of the incentive and constraints mechanism of management. And onthis basis, we should open up career path, push the teacher teams’ professionalismpace, and increase training specialization to promote the head teacher teamprofessionalism process.